Man: Test 4 ch 24 and 22 eval and union

Question 1

 - antidotal notes

• Specific=don’t want vague content
• Behavior oriented=performance
• Positive and negative=coach along the way
• Immediate=keep notes on employee, should be no surprises

Answer 1

Documenting Performance

Question 2

rating scale

Answer 2

job dimension scale

trait scale

Question 3

Pros- standardized approach, Licart good to evaluate and compare

Answer 3

rating scale

Question 4

Con- not a task they are performing, doesn’t give opportunity to explain why=comment section

Answer 4

rating scale

Question 5

• licart scale, very specific job related activity or task, complete nursing care, make sure eval right things but do focus on job requirements rather than ambiguous terms such as “quantity of work”

Answer 5

Job Dimension Scale

Question 6

-characteristic judgement=licart scale, attitudes
a method pof rating a person against a set standard, which may be the job description, desired behaviors, or personal traits; the quality or quantity of the work performed is more a more accurate performance appraisal method than the employees personal traits and trait evaluation invites subjectivity. Halo and horns effect

Answer 6

Trait Scale

Question 7

• maps out skill for a particular unit check list of steps Ex: response to chest pain er department- vs 5 min of admin cardiac monitor iv lab ecg done 15 min, Sublingual nitro give vs recorded every 5 for 30 min, Chest pain changes eval

Answer 7

Behaviorally Anchored Rating Scale

Question 8

Pro-didn’t see reaction can give great coaching

specific feedback

Answer 8

Behaviorally Anchored Rating Scale

Question 9

Con- very specific, may not have specific experience, time consuming to create, update, and use

Answer 9

Behaviorally Anchored Rating Scale

Question 10

-benefit to think about how you are doing, paints a picture maybe the manager will not have

Answer 10

Self Appraisal

Question 11

Con- hard to brag about what you are doing well, overrating, may have marked lower bc don’t know examples used not there

Answer 11

Self Appraisal

Question 12

start with manager set up in the beginning a clear plan of job description, set goals during evaluation, things you want to improve, agree upon what to do to reach goals= what to happen to reach/ forces you to give feedback along the way q 3 months=look at goals and check progress
Ex: prob with iv start in 1 attempt, goal improve iv start skill send to training session, mentor for tips

Answer 12

Management by Objectives-

Question 13

-designated number of ppl chosen to submit eval, good amount of ppl chosen, education how to do and eval, language to use to be more positive

Answer 13

Peer Review

Question 14

Cons-not working with ppl that do eval, ppl afraid to be honest, more time
needs to be education on what to do and how to evaluate and make a more positive experience

Answer 14

Peer Review

Question 15

• all ppl involved or come in contact around you (self, boss, team member, peers, customer, staff), richer opinion and feedback bc everyone

Answer 15

360 Degree

Question 16

	Employee understands the standard
	Select appropriate time
	Give employee notice
	Be prepared- notes over year, notify time going to do, private place
	The Appraisal Interview

Answer 16

The Appraisal Interview

Before

Question 17

	Open with warm introduction
	Ask employee to comment on progress
	Avoid surprises
	Use coaching techniques
	Select major problems
	Focus on performance
	Avoid generalities
	Mutually set goals

Answer 17

The Appraisal Interview

during

Question 18

 Sign appraisal form
 End on a pleasant note
 Document goals
 Develop a method of follow up if needed

Answer 18

The Appraisal Interview

after

Question 19

Potential Appraisal Problems

Answer 19

Halo/horns
Matthew Effect
Leniency Error
Recency Error
Central Tendency

Question 20

• employee gets the very same rating year after year, always should be developing and improving, should not be identical every year

Answer 20

Matthew Effect

Question 21

• overrate staff performance, everyone needs a pick me up, problem is they don’t know where to improve, might not be doing great don’t know any difference

Answer 21

Leniency Error

Question 22

• kind of like halo and horn, something recent happens colors the evaluation

Answer 22

Recency Error

Question 23

-go through rate all employees as average, rating things lower who are exceeding not giving feedback

Answer 23

Central Tendency

Question 24

Cons- employee knows someone else did worse and another staff member sees they have the same score, doesn’t want to keep going the extra mile

Answer 24

Central Tendency

Question 25

o To increase the power of the individual, because increase of speaking out from group
o To increase their input into organizational decision-making
o To eliminate discrimination and favoritism
o Because of a social need to be accepted
o Because they are required to do so as part of employment (closed shop)
o Because they believe it will improve patient outcomes and quality of care
o Because they feel protected in a job
o Believe better patient care
o Believe better staffing ratios and increase wage

Answer 25

join union

Question 26

o A belief that unions promote the welfare state and oppose the American system of free enterprise
o A need to demonstrate individualism and promote social status
o A belief that professionals should not unionize
o An identification with managements viewpoint
o Fear of employer reprisal
o Fear of lost income associated with a strike or walkout
o Blue collar jobs an RN’s are more professional than that
o Decrease health care when a strike occurs
o Hard to take disciplinary action
o Increases wages but have to pay dues

Answer 26

refuse union

Question 27

** Review current literature and research on nurse satisfaction and dissatisfaction.
** Nurse managers are legal spokesperson for hospital.
• Be knowledgeable about employee concerns
• Use effective communication
Establish fair personnel policies

Answer 27

nurse manager’s role during union organizing

Question 28

• these laws establish minimum standards for working conditions regardless of the presence or absence of a union contract. Included in this set are minimum wage, health and safety, and equal pay laws

Answer 28

Labor standards

Question 29

These laws relate to the rights and duties of unions and employers in their relationship with each other

Answer 29

Labor relation-

Question 30

• These are statutory and judicial laws that proscribe certain kinds of conduct and establish penalties

Answer 30

Civil and Criminal Laws

Question 31

o Meetings (both group and one-on-one)
o Leaflets and brochures
o Pressure on the hospital corporation through media and community contacts
o Political pressure of regional legislators and local lawmakers
o Corporate campaign strategies
o Activism of local employees
o Using lawsuits
o Bringing pressure from financiers
o Technology
o ** A minimum of 30% of employees must show interest in union by law. Fill out interest cards. A petition must also be signing where 50% +1 votes from employees

Answer 31

process of union organization

Question 32

: Laid the foundation for equal employment in the United States
Sets equal employment practices
Prohibits discrimination based on factors unrelated to job qualifications

Answer 32

Civil Rights Act of 1964

Question 33

Was to promote the employment of older people based on their ability to work rather than age. (PROTECTS AGAINST FORCED RETIREMENT)
o In early 1978 was amended to increase the protected age to 70
o Removed age restrictions expect in certain job categories

Answer 33

Age Discrimination Act:

Question 34

—occurs when the appraiser lets one or two positive aspects of the assessment or behavior of the employee unduly influence all other aspects of the employee’s performance Ex: nurse on unit was nurse of the year felt like she did great on everything, but still always can improve

Answer 34

Halo

Question 35

—occurs when the appraiser allows some negative aspects of the employee to influence the assessment to such an extent that other levels of job performance are not accurately recorded

Answer 35

Horns

Question 36

 Develop self-awareness regarding own biases and prejudices (can be overlooked and see someone as to do no wrong)
 Use appropriate consultation, frequently
 Gather data adequately over time
• Systematically and regularly
• From many different sources (charge nurses, etc)
 Keep accurate anecdotal records for the length of the appraisal period
• Record both positive and negative behavior “critical incident recording”, (doc when you see something good or needs improvement)
 Collect positive data and identify areas where improvement is needed
 Include employee’s own appraisal of his or her performance
 Guard against the halo effect, horns effect, central tendency trap, and Matthew effect.

Answer 36

What are considerations with performance appraisals to reduce bias and increase accuracy?